I would be willing to bet that there's a higher average IQ at a local PAMA chapter meeting or IA refresher than at a similar MENSA gathering. What does that say about us? Probably that we value accomplishment more than we do income and that we enjoy networking with the Chet Motykas (Postflight, June 2003), whose experience is freely made available to us just for the asking. That puts us at the top of the "psychological pyramid," having started at "self-actualization" and stayed there.
Perhaps one of the problems with us is that we have most, if not all, of the following traits:

1. Low tolerance for repetitive, production line-type work.
2. Low tolerance for incompetents.
3. Often labeled by others as a perfectionist.
4. Unquenchable thirst for knowledge.
5. Above average problem-solving skills.
6. A mechanical aptitude that's off the scale.
7. Not a "joiner" by nature.

That last trait might be the reason why PAMA has such a tough time finding new members. It may well be that as Pogo said, "We have found the enemy and he is us." By not joining together, we will forever dwell at the bottom of the aviation economic scale. We can either just live with that, or support those who would change it, like PAMA.

More Information on Surcon Study?

In the February issue of Aviation Maintenance there is an article titled "The Secret Ingredient for Maintenance Success" by Bob Haines. The article refers to a Surcon study about intrinsic and extrinsic motivation. Haines only says, "For more information about the Surcon study referred to in this article, go to www.surcon.com. However, he doesn't say what study. I went to the Surcon site and asked for information on the article. The folks at Surcon had no idea what I was talking about and were not aware of the article. Could you please help me with some further information about this study? I am very interested in the subject and would like to read more.

Mr. Duke: I apologize for the confusion about the reference to the Surcon study in February's issue of Aviation Maintenance. If you look at "Empowerment: Developing Effective Followers at www.surcon.com/ Surcon_Empowerment.doc (paragraph beginning with "The results of a study conducted by Surcon International..."), and "Talking Down is Not Enough" at http://www.surcon.com/Surcon_TalkingDown.doc, these reports discuss certain aspects of motivation-empowerment and communication-on an individual level. If you have additional questions about motivation in the workplace or are interested in individualized studies, please let me know.